human capital

Learned needs Theory mcclelland

3 important learned needs achievment-people desire excellence need for affilitation-need warm relationsishp at work need for power-desire to make difference in life

Alderfer's ERG Theory

3 types of needs existence-food water air relatedness-social esteem needs growth-internal self esteem needs (regression)

HR

HRM activities

Furloughing

Mandating workers to take time off for little or no pay

Emotions

Mental states that typically include feelings of some sort

Conscientiousness

The extent to which individuals are hardworking, organized, dependable, and persevering

distributive justice

The extent to which individuals believe that the outcomes they receive are just/fair relative to others.

Knowledge Workers

Workers whose responsibilities extend beyond the physical execution of work to include planning, decision making, and problem solving

social learning theory

learning behavior occurs through observation of others and modeling observed behaviors

expectancy theory

people are motivated to work because they want certain outcomes from their job

Derived Demand

people dont demand labor but they demand the good the labor creates

theory of operant conditioning

people learn to behave as a result of consequences and rewards

Operant conditioning

the process of modifying behavior through use of positive or negative consequences that follow specific behaviors

procedural justice

was everything fair questions teacher form

Offshoring

The business practice of sending jobs to other countries

Extraversion

The degree to which individuals are gregarious, assertive, and sociable

calculate adverse impact

1. find selection rate(SR) total hired/total that applied 2. compare SR by finding impact ratio Lower SR group/Higher SR group 3. determine substantial difference when IR is less then .8

job satisifcation

A pleasurable or positive emotional state resulting from one's job or job experiences

Organizational Commitment

A willingness to put forth a substantial effort on the organization's behalf and the intention to stay with the organization for a long time

stress

An unpleasant emotional state that results when someone is uncertain of his or her capacity to resolve a perceived challenge to an important value.

Proactive change

Change initiated to take advantage of targeted opportunities

Reactive change

Change that occurs after external forces have already affected performance

Human Resources Information System (HRIS)

Computerized system that provides current and accurate employee data for purposes of control and decision making

Outsourcing

Contracting outside the organization to have work done that formerly was done by internal employees

Contextual Performance

Defined as voluntary behavior that goes above and beyond the call of duty.

value systems

Enduring beliefs that a specific mode of conduct is personally or socially acceptable

Attribution Theory

Explains how individuals pinpoint the causes of their own behavior and the behavior of others.

Self-Efficacy

I think I can" attitude

Continuance Commitment

Intention to remain with the organization because he/she cannot afford to leave (have to).

Affective Commitment

Intention to remain with the organization because of a strong desire to do so (want to).

Machiavellianism

It is a personality trait indicating one's willingness to do whatever it takes to get one's own way.

Projection

Overestimating the number of people who share our own beliefs, values and behaviors.

Human Resource Management

Process of managing human capital to achieve organizational objectives

National Labor Relations Act of 1935 (Wagner Act)

Protects employee rights to organize and bargain collectively through representatives of their choice

Normative Commitment

Remain because of sense of loyalty to the company (should). Employees feel they owe something to their organization.

human capital

The knowledge, skills, and capabilities of individuals that have economic value to an organization

Globalization

The trend toward opening up foreign markets to international trade and investment.

Perception

The way we view the world around us.

Agents

Those who are hired by principals to do a certain job. those that are likely to work in their own self-interest at the expense of other entities who hire them/who they report to.

Theory Y

a set of assumptions of how to manage individuals who are motivated by higher order needs. McGregor

Theory X

a set of assumptions of how to mange individuals who are motivated by lower order needs. McGregor

internal locus of control

belief that things are under one's control, and we are responsible for outcomes better for bussiness

Landrum Griffin act

bill of rights for union members

Taft-Hartley Act

defines unfair union practices

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equity theory

focus is on individual feelings perceptions of how fairly he or she is treated in comparison to others

punishment and extinction

geared to reduce the (future) incidence of a particular behavior

goal setting theory

goals you set determines the level of motiviation you will have

Principals

hire agents to do tasks that they cannot do for a variety of reasons (e.g. lack of expertise, lack of time etc.)

positive/negative reinforcement

increase the likelihood of same behavior being repeated in the future

Attitude

individual's psychological tendency expressed by evaluating an entity with some degree of favor or disfavor.

Stakeholders

individuals or groups that have interests, rights, or ownership in an organization

herzbergs two factor theory of motivitation

motiviation factors-relate to the jobs that people perform and the achievment they feel and hygiene factors-avoid disastification/pain

External Locus of control

outside forces such as fate, other people are responsible for what happens

Quid Pro Quo Harassment

rejection of sexual conduct is the basis for being fired or demoted

Marginal Product of Labor

the additional amount of output a firm gets when it hires one additional unit of labor

Marginal Profit

the additional profit a firm gets when they hire one additional unit of labor MP= MRP-MRC or MP=MRP-W

Marginal Revenue Product

the dollar value of the marginal product of labor (the value of a worker's contribution to production) MRP=MPL * P

Marginal resources cost

the wage rate the amount that an extra input adds to the firms total costs